Age Discrimination in Employment Act of 1967

The Age Discrimination in Employment Act of 1967 prohibits employers from discriminating against employees or job applicants who are 40 years of age or older. This prohibition applies to all aspects of employment, including hiring, firing, promotion, and compensation. Employers are also prohibited from limiting or classifying employees in a way that would deprive them of employment opportunities due to their age. The Act applies to employers with 20 or more employees.

It is unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to the individual's compensation, terms, conditions, or privileges of employment because of the individual's age. The Act also prohibits employers from limiting, segregating, or classifying employees in a way that would deprive them of employment opportunities or otherwise adversely affect their status as employees. Employers must also provide equal benefits to older workers.

The Act requires employers to post notices in conspicuous places at their work sites, informing employees of their rights under the Age Discrimination in Employment Act. Employers must also keep records of the ages of their employees, as well as records of all employment actions, including hiring, promotion, and termination. These records must be kept for a period of three years from the date of the employment action.

Any individual who believes they have been discriminated against in violation of the Age Discrimination in Employment Act may file a complaint with the Equal Employment Opportunity Commission. The complaint must be filed within 180 days of the alleged discriminatory action. The Commission will then investigate the complaint and may take enforcement action against the employer if it finds that the employer has violated the Act.

The Age Discrimination in Employment Act provides for remedies, including back pay, reinstatement, and compensatory damages, for individuals who have been discriminated against in violation of the Act. In addition, the Act provides for attorneys' fees and costs to be awarded to prevailing plaintiffs. The Act also provides for punitive damages in cases where the employer's conduct is found to be willful or reckless.